Chapter-3
Work Place Change
3.1 Employee experience management:
Employee experience is defined as what an employee received during their interaction with
careers’ elements (e.g. firms, supervisors, coworkers, customer, environment, etc.) that affect
their cognition and attitudes and leads to their particular behaviors.
Employee Experience Management (EEM) was conceptualized by Abhari as an approach to
deliver positive experience to employees, which leads to positive customer experience by
emphasizing their experiential needs - like experiential marketing for external customers.
3.2 What Is Workplace Flexibility?
Flexibility is about an employee and an employer making changes to when, where and how a
person will work to better meet individual and business needs. Flexibility enables both
individual and business needs to be met through making changes to the time (when), location
(where) and manner (how) in which an employee works. Flexibility should be mutually
beneficial to both the employer and employee and result in superior outcomes.
Formal flexibility policies are "officially approved human resources policies, as well as any
official policies that give supervisors discretion to provide flexibility."
Informal flexibility refers to "policies that are not official and not written down but are still
available to some employees, even on a discretionary basis."
While most formal work arrangements can usually be identified, organizations acknowledge
that utilization statistics probably underestimate the true reach and impact of flexibility, as
they cannot accurately determine the extent of informal flexibility—for example, employees
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who occasionally alter their work hours or work from home.
A flexible work schedule is an alternative to the traditional 9 to 5, 40-hour work week. It
allows employees to vary their arrival and/or departure times. Under some policies,
employees must work a prescribed number of hours a pay period and be present during a
daily "core time." The Fair Labor Standards Act (FLSA) does not address flexible work
schedules. Alternative work arrangements such as flexible work schedules are a matter of
agreement between the employer and the employee (or the employee's representative). The
Department of Labor has conducted numerous surveys and published articles and reports on
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3.3 Full time employment & push for flexibility:
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Fulltime work schedule is an alternative to the traditional 9 to 5, 40-hour work week. It
allows employees to vary their arrival and/or departure times. Under some policies,
employees must work a prescribed number of hours a pay period and be present during a
daily "core time."
The idea that all flexible jobs are part-time or short-term jobs is not always accurate. FlexJobs
sees entry level to executive jobs across over 100 different job categories and many of them
are full-time jobs with flexibility. Flexible options can extend from telecommuting jobs,
which can be done at home, to flexible schedule positions, which can be done during your
available hours.
The jobs on this post are now expired, but you can search FlexJobs’ newest flexible job
listings here-
Speech Language Interpreter
This full-time telecommuting position can be done from anywhere in the state of Louisiana.
The sign language interpreter does need to have an EIPA score of 3.0+ and will be offering
one-to-one interpreting through an online portal.
Inventory Specialist
Full-time freelancing position open for an experienced inventory specialist. Candidate will be
assisting with purchasing and inventory. Employer is looking for a candidate with a four-year
degree, and previous SAP experience would be a plus.
Call Center Representative
An experienced virtual call center representative is needed for a full-time, freelancing,
telecommuting position, open anywhere in the United States. Representative will be
assisting motorists with parking tickets and digital parking meters. Must have a
GED/high school diploma and two years’ experience in a virtual call center.
Digital Marketing Manager
This nationwide, full-time, telecommuting, and freelance employment opportunity
offers a digital marketing manager a flexible position. Qualified candidate will have
SEO knowledge, basic MS SharePoint skills, and other metric-based programs. 30-40
hours per week.
3.4 Workplace Changing problem:iii
Five Trends Are Dramatically Changing Work and the Workplace
Organizations are implementing a wide variety of changes to their workspace, ranging from a
simple shift to open planning and lower horizons at a single location, to complex enterprise-
wide programs that offer new types of workspaces and planning approaches. These changes
are greatly altering the way people work (Ouye, 2011).
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Five broad trends are driving these changes:
1. The War for Talent—the increasing dependence on a cadre of key workers with complex
skills in problem solving and other high-level activities
2. Mobile Technology—the ability for people to work virtually anywhere, inside and outside
the office
3. The Mandate to Innovate—the need for organizations to innovate in order to remain
competitive
4. Distributed Work—the evolution toward less centralized organizational structures,
locations and work practices
5. Sustainability—the need to reduce the organization’s carbon footprint to save energy costs
and to meet LEED requirements
3.5 Workplace Change Management Helps Employees Get Back to Work
More Quickly and Effectively
While there are good business reasons for changes in the workplace, employees frequently
feel threatened by the process. The natural resistance to change that often emerges must be
managed for a successful transition to new workspace.
Workplace change management is a process for engaging with employees who are about to
experience workplace change. Its goal is to help people more quickly (and happily) adjust to
new workspaces and new ways of working. Good change management lets people get back to
work faster and feel more satisfied with their change experience—and the new space.
Employees need support before, during and after the move to a new workspace. A change
management program is a useful process for successfully managing employee transitions.
There is no one right way. Managing workplace change takes time and focus. The
communication has to go both ways. It is critical to ask people for input, to address concerns
as they arise, to identify the influencers within employee groups and to engage them in your
efforts.
Different people will adjust at different rates. Don’t expect 100% buy-in at the start, but don’t
let issues go unaddressed. Open communication goes a long way toward building credibility
and acceptance.
The scope of a workplace change and its associated workplace change program can vary
widely (Figure 1). Your change management process should respond to the size and
complexity of your project and the culture of your organization.
3.6 Actualization of Work :
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It refers to the desire oneself fulfillment to the tendency for person to become actualization
what s/he possibly .
3.7 New Technology & Power Relation:
Technology can be most broadly define as the objects both material and immaterial created
by the application of mental & physical effort in order to achieve some value.
In this use , technology refers to tools and matching that may be used to solve real world
problem.
3.8 Individual acceptance of Change:
The change is to select as set of action that are physical within the capacity of the
organization to some change and manage resources .
Leaders are observe during a changing management process and explore the leadership
quality and styles which motivational acceptance the change an individual .
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